Below find details of the New National Master Tentative Agreement between UPS and the Teamsters as well as summaries and full text of the Local 623 Supplement.
Local 623 Supplemental Agreement
You can find the full text of the Local 623 Supplemental agreement here.
National Master Agreement Summary
Below is a summary of the National Master Agreement. You can find the full text of the agreement here and on the UPS Teamsters App. You can find a more detailed summary from the IBT here.
Wages and Pay
Wage Increases: All current UPS Teamsters, both full-time and part-time, will get $7.50 in raises over the life of the contract, including $2.75 on August 1.
Current part-timers: All current part-timers will be paid at least $21 an hour immediately—and make a minimum of $25.75 by the end of the contract.
MRAs: Part-time workers working under a market rate adjustment will receive all new general wage increases.
Longevity increases: Part-timers with over five years of service will receive an additional longevity increase over and above their general wage increase of up to $1.50 an hour depending on their years at UPS.
Part-Time Starting Pay: Starting pay for part-timers will be raised to $21 immediately and go up to $23 by the end of the contract.
Full-time 22.3 jobs: UPS must create 7,500 new full-time inside 22.3 jobs by combining 15,000 part-time jobs.
Pension increases in the IBT-UPS plan: Over 60,000 Teamsters in the 22 states covered by the IBT-UPS Pension Plan will get major increases to their previously substandard pension benefit.
Contract Improvements
Beyond the dollars and cents, the proposed contract still has all of the previously announced negotiated improvements, including:
No More Two-Tier 22.4: All drivers currently classified as 22.4 will be reclassified as Regular Package Car Drivers, placed in seniority, and have their pay adjusted to the appropriate RPCD rate. Former 22.4 drivers will have 9.5 and 8-hour request rights.
No Forced Sixth Punch: UPS cannot force any package driver to work on their scheduled days off—eliminating forced overtime on a sixth or seventh punch.
Martin Luther King Day will be added as a paid holiday in each supplement and rider.
No Driver-Facing Cameras: There will be no driver-facing cameras or audio or video recording devices. Outward-facing cameras cannot be used for discipline.
Air Conditioning: The contract includes a variety of improvements to protect workers from excessive heat, including air conditioning, additional fans, heat shields, and air induction vents.
Protections Against PVDs: UPS part-timers will have priority to perform all personal vehicle work with an 8-hour guarantee of work. Personal vehicle deliveries will only be allowed for five weeks during peak in November and December.
Members will be able to review all of the proposed contract changes in their entirety, starting July 31 after the two-person meeting which brings together local officers from all 176 local unions.
FAQs on National Master Agreement
Q: What raises will part-timers get under the contract?
A: Every current part-timer will get raises of at least $7.50 over the life of this contract. Some
part-timers will get a raise of $8.50, $9, or even $10 an hour. By the end of the contract, every current part-timer will make a minimum of $25.75 an hour.
Q: How do I know what my wage increases and pay will be?
A: It depends on how much you are making right now, and how long you've been at UPS.
All current part-timers making $18.25/hour or less will be raised to $21/hour effective August 1 and get a general wage increase every August 1 after that.
All current part-timers making more than $18.25/hour will get a $2.75 raise effective August 1 and get a general wage increase every August 1 after that.
More than 62,000 part-timers will also get a one-time longevity increase.
Q: What are the general wage increases each year?
A:
August 1, 2023: $2.75/hour (or $21/hour wage, whichever is higher)
August 1, 2024: $0.75/hour
August 1, 2025: $0.75/hour
August 1, 2026: $1.00/hour
August 1, 2027: $2.25/hour
Total: $7.50/hour over the life of the contract.
Q: How do the longevity increases work?
A: Over 62,000 part-timers will get a one-time longevity increase on top of their general wage increase, based on their number of years working at the company
5-10 years +$0.50/hr (19,000 workers)
10-15 years +$1.00/hr (17,000 workers)
15+ years +$1.50/hr (26,000 workers)
Q: My building has a market rate adjustment (MRA). How am I affected?
A: Part-time workers working under an MRA will get all general wage increases on top of the MRA.
Q: What about new full-time inside jobs?
A: UPS must create 7,500 new full-time 22.3 jobs.
Q: How will pay work for part-timers hired AFTER August 1?
A: Pay for part-timers hired after August 1 will start at $21/hr. New hires will receive a 50¢ increase every year on their anniversary date. Starting pay will go up to $23 in 2027. Starting pay went up by $7.50 from 1982-2022. It will go up $7.50 in this one contract with a $5.50 jump in year one.
Q: What are the wage increases for RPCDs?
A: If you are currently a full-time employee who is in the progression or has completed the
progression, you will get $7.50 in General Wage Increases. You get the GWI every August 1. You can never be paid less than what you’re entitled to under the progression, but you can be paid more by getting the GWI. Employees who enter the progression after August 1, 2023 only receive the GWI after completing the progression.
| Progression: | Top Rate: | General wage increase (GWI): |
| Start: $23 | Aug 1, 2023: $44.25 | Aug 1 2023: $2.75 |
| One year: $24 | Aug 1 2024: $45.00 | Aug 1 2024: $0.75 |
| Two years: $25 | Aug 1 2025: $45.75 | Aug 1 2025: $0.75 |
| Three years: $30.75 | Aug 1 2026: $46.75 | Aug 1 2026: $1.00 |
| Four years: Top rate | Aug 1 2027: $49.00 | Aug 1 2027: $2.25 |
Q: What about COLA?
A: RPCDs who have completed progression are eligible for a Cost of Living allowance (COLA)
each year on August 1 in addition to the GWI. The COLA triggers if the cost of living goes up more than 3% based on May-May figures from the US Bureau of Labor Statistics.
Q: Can I be forced in on a 6th day?
A: No. UPS cannot force RPCDs to work any day outside of their regular 5-day work week.
Q: What are my 9.5 rights? What are 9.5 changes?
A: All current RPCDs will have full 9.5 rights. Penalties for repeated 9.5 violations can now go
up to quadruple time. If you are assigned excessive overtime on the remaining 2 days of your workweek, you can be awarded a triple-time penalty.
Q: What about 8-hour requests?
A: 8-hour requests now require only 3 workdays notice, not 5. Penalty pay for violating a
granted request is now double-time. If you determine during the day that you can't finish within 8 hours, management is responsible for making adjustments to make it possible.
Q: Will my workweek change?
A: If you were hired before August 1, 2019, you cannot be forced from a Monday-Friday to a
Tuesday-Saturday work week. If you were hired on or after August 1, 2019, you will bid either a Monday-Friday or Tuesday-Saturday work week based on seniority according to the bid process in your Supplement or Rider.
Q: Will there be driver-facing cameras?
A: There will be no driver-facing cameras or audio or video recording devices. UPS can install outward-facing cameras, but they cannot be used for discipline. In-cab sensors can only be used to alert drivers of possible distracted driving. The sensors record no data and provide no data to management. They cannot be used for discipline.
Q: What happened with PVDs?
A: UPS part-timers will have the opportunity priority to perform all personal vehicle work during
peak with an 8-hour guarantee of work. Additional seasonal support drivers will only be allowed from Nov. 15 to Dec. 26. Seasonal support drivers cannot be used to alter or reduce an RPCD’s bid delivery area or reduce their overtime opportunities.
Q: I heard our pension is frozen?
A: Teamsters Local 623 participates in the Teamsters Philadelphia and Vicinity Pension Fund NOT the Central States fund mentioned in the National Master Agreement. Local 623's pension contributions will not increase under this agreement, however, the pension benefits that each member receives from the fund will continue to increase according to the fund's health and the schedule set by the trustees.